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Today’s tips come from Clay Stallings, VP of Talent Acquisition & Development at Acceptance Auto Insurance. Acceptance has used OutMatch assessments and automated reference checking for hiring since 2013, and according to Clay, “the results are impressive.”

Clay explains how he set the stage for success when implementing these hiring tools at Acceptance: “First you have to commit, then you have to learn it, then you have to get buy-in. We did those three things, and it all fell into place beautifully.”

Specifically, Clay points out two best practices that greatly contributed to their improvements in efficiency and quality of hire:

  1. “Provide a well thought-through job description to the OutMatch team, including notes on the most important traits needed for a candidate to succeed on the job. For example, if a candidate doesn’t have a dominant personality, he or she won’t succeed in a sales position. This really helps to dial in to individual job assessments.” 

  2. “Integrate OutMatch into your Applicant Tracking System. The time saved was phenomenal. Recruiters went from spending anywhere from 90-120 minutes per day identifying potential candidates, then that number dropped to zero. When you calculate time saved over the course of a week, it adds up to a full 8-hour work day.”

These best practices can help any new client succeed with assessments, automated reference checking, and more. Thanks, Clay!

For more best practices, check out this video: 5 Tips to Get the Most out of Being an OutMatch Client.